Prior to a Shop Xxxxxxx being terminated from employment or being transferred from a site or project, the Employer shall notify the Shop Xxxxxxx two weeks in advance of such termination or transfer.
Prior to a CCSNH institution’s layoff of a full-time covered employee, the institution shall attempt to reassign a full-time covered employee into a vacant covered position within the institution provided that the reassignment does not result in a promotion or higher salary grade; that the reassignment does not result in more than a four (4) labor/salary grade reduction; and that the employee being reassigned qualifies for the vacant position based on education, experience, ability, and performance. Refusal to accept such reassignment in lieu of layoff shall be deemed a voluntary layoff. Voluntary layoffs shall be deemed ineligible for bumping privileges due to the employee’s refusal to accept the reassignment. An institution’s inability to effectuate a reassignment in lieu of layoff based on the aforementioned provisions shall result in the layoff of a full-time covered employee pursuant to Article 14.4.4
Prior to the beginning of a sublicense agreement, the Licensee shall give written notice to the University as to which jurisdictions the applicable sublicensee is carrying on business in. Within five days of being aware of the same, the Licensee shall provide written notice to the University if any sublicensee is carrying on business in a jurisdiction outside of British Columbia.
Prior to a transfer involving the reassignment of a unit member to a position in a similar or related class with the same salary range being effective, the Personnel Commission Director shall determine whether classes are sufficiently similar or related to permit the transfer between them. Upon receipt of the District’s request that the Personnel Commission Director make such a determination, the Personnel Commission shall provide written notice to the Union of the District’s request for a determination to be made. The Personnel Commission Director shall consider the similarity of duties, minimum qualifications, examination content, occupational group and promotional field (above and below). Preference in transfers is permitted when any of the following conditions are present:
11.1.1.1 As the unit member’s seniority in the classified services increases;
11.1.1.2 When the transfer request is based on reclassification, impending layoff, or reasons of health or medical restrictions; or
11.1.1.3 When the unit member meets the minimum requirements for the class.
Prior to the first On the first day of the CRC process as per Article 6.11.01, the Company will present details of the developed work schedule to the District Chair (or their designate). The details provided to the District Chair CRC will include the number of bid lines (operational and relief) and the number of agents eligible to bid a work schedule. The information will be provided to the CRC on the first day of the CRC process. Should this meeting take more than one (1) hour any additional time required will be added to the CRC cycling time.
Prior to employment all new potential employees must undergo a complete medical examination which may include drug screening. Employees may also be required to undergo a general medical examination, which may include a drug test for specific work tasks or as required by certain contracts the company may enter into. These will be undertaken by a doctor approved by the Company.
Prior to returning to work after an extended absence, the teacher shall provide the School Division with two (2) weeks written notice of readiness to return to work, whenever possible and a medical certificate indicating that the teacher is capable of resuming their teaching duties. The School Division shall reimburse the teacher to a maximum of thirty-five ($35) dollars, upon receipt of proof of payment.
Prior to a Potential Change in Control of the Company. In the event that the Employee's employment is terminated by the Company pursuant to Section 5.5 prior to a Potential Change in Control of the Company or after the termination of a Potential Change in Control of the Company transaction that is not consummated, (i) the Company shall pay to the Employee, within ten (10) business days after the termination of the Employee's employment, an amount equal to his then annual base salary (including the maximum bonus that the Employee would have been entitled to under the Company's executive bonus program for the then current period); (ii) the Company shall continue to provide benefits as then in effect for a period of 12 months (other than benefits associated with any Company bonus plan), commencing with the first day following the effective date of termination; and (iii) the Employee's right to exercise the Stock Options shall become immediately exercisable in full upon the date of such termination if such date of termination occurs later than two years after the date of this Agreement.
Prior to the imposition of a suspension under this Article, the bargaining unit member shall be given written notice of the proposed disciplinary action and the cause(s) thereof. A copy will be concurrently provided to the Association President. The notice of suspension will contain:
18.3.1.1 A statement of the specific acts or omissions upon which the action is based.
18.3.1.2 A statement of the cause(s) for which action is recommended.
18.3.1.3 Penalty proposed and effective date which shall be at least five (5) days after bargaining unit member is given or mailed a copy of the written notice. The written notice shall include a statement that the bargaining unit member shall have at least ten (10) working days to appeal the proposed suspension.
18.3.1.4 Copies of the documentary evidence upon which the recommendation is based.
18.3.1.5 A statement of the unit member’s right to challenge the proposed action by requesting a hearing pursuant to the arbitration procedures of Article 4 -
